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I sometimes say that I experienced the “good moment” in the tech industry – when companies and teams openly embraced diversity, equity, and inclusion (DEI). At least that’s what they claimed.
It was encouraging to see more people from historically marginalized groups enter and stay in the industry during this time. It felt like something was changing – different teams were forming, collaborating and asking tough questions.
Ask the hard questions first
The main change I noticed was in the types of questions raised – ones that no one had really addressed or even considered. Questions to which there were no easy answers.
We were faced with complex challenges, things that no one had ever thought of solving, and we had to accept that these problems couldn’t be solved with a one-size-fits-all solution. Leadership positions are traditionally dominated by men, a reflection of the patriarchal society we live in around the world.
Recent estimates suggest it will take time over 130 years Achieve gender parity worldwide at the current pace.
This statistic highlights the need for immediate and transformative action to bridge the gender gap in leadership roles and beyond. At the same time, it is important to recognize that we will not solve our diversity problem in a year.
We can ask thoughtful questions to bring complex challenges to light – issues that may have previously been overlooked.
As an IC (individual contributor), you have the power to ask these questions. By doing this, you will help promote a deeper understanding of the obstacles that exist and stimulate brainstorming for new solutions.
For example, if someone says they can’t hire someone from an underrepresented group, you might ask, “What specific outreach strategies have we tried and were they effective in reaching diverse candidates?”
Or, as you discuss why there is a low representation of women or people of color at the company, you might ask yourself, “What support systems do we have in place to allow diverse talent to thrive here?”
These moments can be more than just questions – they are opportunities to re-evaluate existing approaches and explore innovative ways to address these challenges. We can turn these awkward moments into brainstorming and problem solving.
More than just numbers
When we talk about diversity and inclusion, it’s easy to get lost in metrics. But true diversity isn’t just about numbers on a spreadsheet, and inclusion isn’t about checking the right boxes. It’s about much more than that.
There is a quote that I love: “Diversity means being invited to the party, inclusion means being asked to dance, and belonging means dancing like no one is watching.”
It captures the essence of what we should strive for – a space where people can not only participate, but also feel comfortable enough to be themselves.
Building truly inclusive teams
I’ve always been passionate about building teams that are accessible and inclusive, both in the way we hire and the way we work internally.
Accessibility goes beyond external hiring practices – it’s about creating an environment where everyone feels like they belong, whether introverted or extroverted, individuals of color or neurodivergent.
Our goal should be to create an environment that welcomes everyone, not just the stereotypical “extroverted white male tech bro.”
Actionable strategies for inclusion
1. Make room for multiple voices.
A crucial thing in promoting inclusion is giving quieter voices a chance to be heard. In larger meetings, people who tend to remain silent unless asked to do so often face even greater obstacles in bringing their ideas to the table.
Imagine you are in a large meeting where the team is discussing new ideas, and there is a team member who is normally quiet but always offers thoughtful insights in one-on-one meetings. They don’t naturally intervene in larger group discussions, so their ideas often go unheard.
This person is someone with English as a second language, and you know how difficult it can be to brainstorm ideas with the leadership team.
I remember when I just moved to the United States and how much time I spent worrying about whether the person I was communicating with actually understood me and my accent.
You may not want to embarrass this person, but if you remember something they mentioned in your 1:1 conversation, you could say, for example, “This topic is great because I actually have a detailed discussion about it.” Samantha,” where she made some really good points. Samantha, do you remember when we discussed your ideas on how to better prioritize our backlog and you mentioned the new tool you were testing?”
2. Check in with your team.
That’s why it’s so important to set dynamic agendas and actively check in with team members. Encourage them to come up with ideas, but let them pass if they don’t have anything to add.
This creates a space where every type of voice has the opportunity to be heard, but no one feels pressured.
3. Expand your talent network.
Another strategy is to expand your hiring practices. Encourage your teams to share open positions with their communities and look in places you wouldn’t normally look.
For example, companies usually share their job openings in their newsletters and on LinkedIn. You can take advantage of these vacancies and share them with the community and groups you belong to. Or, if you have someone in mind, you can share the job posting directly with them.
By doing this, you help expand the reach of job postings that sometimes may not reach the communities and people you know.
4. Connect with relevant nonprofit organizations.
How about partnering with nonprofits that help minorities get into technology? Not only can these organizations help bring more diverse candidates into your pipeline, but they can also help you address your own blind spots as a leader.
Inclusion is not just about solving problems through diversity. It’s about creating space for different personalities, languages and cultures.
And no, this cannot be “fixed” overnight. Remember that we are dealing with complex, nuanced problems that require collaborative efforts. But all this work is worth it because we know that diverse teams achieve better results and create better products.
Resources to keep in mind
- Latinx in Power Podcast: This podcast interviews people of Latin American and Caribbean heritage with the goal of demystifying technology through storytelling. Hearing stories and lessons from industry leaders can not only inspire, but also make meaningful changes in your career.
- Techqueria: Join, learn and be inspired by the largest global community of Latin American technology professionals.
- Latinas in Tech: I love this community and that’s how I found other Latinas working in tech. I highly encourage you to be part of this community.
- Diversity, Equity, and Inclusion Survey Questions to Ask Your Employees: Check out this list of 24 survey questions focused on diversity, equity, inclusion, and belonging for employees.
- Company values: Over 60 core company values that shape your culture and inspire your employees
The real work behind diversity and inclusion in tech
We need to move beyond just talking about DEI in tech. It’s time to take meaningful and concrete action.
By embracing diversity not only in terms of race, gender or ethnicity, but also in personality, background and perspective, we can create more vibrant, creative and effective teams.
As we all know at this point, this doesn’t just benefit the individual; it benefits the entire organization.